Mutual mentoring</li></li></ul><li>Best Way To Pay<br />
10 Reasons Gen X’ers Are Unhappy at Work<br />Careers got off to a late start<br />During teens witnessed adults being laid off<br />Most corporate careers narrow at the top<br />Just their luck – economy was slow when they started and it is slow now<br />Pesky Gen Y’s<br />
10 Reasons Gen X’ers Are Unhappy at Work<br />Surrounded by love fest (Ys and Boomers)<br />Believe it or not they are the conservative ones holding down the fort<br />Fearful at pace of technology<br />Boomer Parents of Y’s<br />Their own parenting pressures are at a peak (life is busy)<br />
X’ers As Leaders<br /><ul><li>Realistic, Pragmatic and Effective
Raise important questions</li></li></ul><li>Leadership Challenge<br /><ul><li>Coach vs. Boss
Active interest in your people’s lives (both @ work and outside of work)
Make an investment in them as team members and individuals
Help them figure out where they are headed/where their strengths are
Help them recognize when the scales are tipped </li></li></ul><li>5 Common Rewards Valued More than Pay<br />Odyssey experiences<br />Rich form of flexibility<br />Meaning, purpose and challenge<br />Diverse, high-functioning teams<br />Measure of altruism<br />
Employer of Choice<br /><ul><li>Foster a culture or inclusiveness
Work with smart people/ be part of a winning team
Exercise the power to create (a powerful driver)
Flexibility</li></li></ul><li>Discussion Points<br /><ul><li>What is your organization doing well to serve the generational cohorts?
Which companies are leading the way/doing it well when it comes to people innovation?
Where will your organization have to shift if there are going to be an employer of choice (with drawing and staying power)?
How would you describe the necessary leadership shift/ requirements to effectively lead the emergent workforce?</li></li></ul><li>Discussion Points<br /><ul><li>What kind of things can organizations do to better connect with/engage:</li></ul>Boomers<br />Gen X<br />Gen Y<br /><ul><li>What does Each generation have to teach us?
What are the key things the companies you have worked for have done to hold your attention and keep you engaged?
What common HR practices/policies have become obsolete/outdated?</li></li></ul><li>Discussion Points<br /><ul><li>If you were tasked with drafting your employee best practice/ HR Model what benefits, policies etc. would you make sure became the emphasis/priority for the next 3- 5 years?
How does this all translate into:</li></ul>Retail environments<br />Unionized environments<br />
Resources<br />Harvard Business Review video interviews:<br />Managing Generation Y - Tammy Erickson<br />What Motivates Gen Y and Boomer Talent - Sylvia Ann Hewlett<br />I made use of several of the from Tammy Erickson’s Harvard Business Review blog entitled Across the Ages<br />Specifically:<br />Career Advice for Generation X<br />A Hard Look at the Options Ahead: The Reality of the Changing Workplace-What's in Store for Generation X?<br />Why Generation X Has the Leaders We Need Now<br />Other Blog Posts:<br />Let Gen Y Teach you Tech – Sylvia Ann-Hewlett, Laura Sherbin & Karen Sumberg<br />In hard times, recommit to flex time – Sylvia Ann Hewlett<br />Power Point Presentations (CDN Content)<br />Understanding Generational Differences – Beyond The Stereotypes by Michelle Dagino<br />You, Me and Them: Dealing with Generational Differences in the Workplace by Dr. Linda Duxbury<br />